Interns often fail to pay off not because they are junior, but because they either do not convert to full time or leave the company before attaining net positive productivity.
Now think about it. Who is less likely to hop than someone who has had the rug yanked out from under them?
Interns and new grads stay longer than junior-midlevel industry hires, on average. This is why Microsoft pays more to L59-60 new grads than L60-63 industry hires.
In our freedom and responsibility culture, we don't want to prescribe teams what they should or should not do. So some teams feel internship program helps the reputation and networking, also as a way to contribute to the community. We don't expect many conversions as we only hire seniors. Also most of the interns were hired before the pandemic. We just didn't cancel them unlike many companies.
Is this a golden opportunity to be mentored by a whole team of senior engineers? Or a disaster waiting to happen at the hands of a company unfamiliar with developing new grad talent?
Will Netflix introduce a non-senior engineering title for intern-to-full-time conversions?
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Now think about it. Who is less likely to hop than someone who has had the rug yanked out from under them?
Will Netflix introduce a non-senior engineering title for intern-to-full-time conversions?